Tag: Expand

When trying to attract top talent, the vacant position must stand out amongst the clutter of other eligible opportunities. Establishing a talent recruitment campaign allows both employers and employees to actively align goals and interests in a cultivating way.

Setting clear and measurable goals can be a great start when creating any recruitment campaign. Asking questions like “How many people do we want this to reach?” or “By what margin do we want to increase our overall audience?” allows for quantifiable marks to be set and evaluated throughout the process. When objectives and the end goal is understood, it determines the success built before and achieved after recruitment.

Determining the audience should be the second part of the campaign. It is important to develop a unique communicative platform through company culture videos, social media promotions, evaluating and reviewing glass door reviews and provide community-related blog posts. This will allow prospective candidates to evaluate the value proposition of the company and be the center of any talent recruitment practice.

While those platforms should exhibit the culture, they should also integrate a call to action. A call to action clearly separates the recruiting pool from those that are curious and those that are serious. It should be visible on all facets of communication with potential employees and should be direct and explanatory – providing further insight or action to those that interact.

Talent campaigns are meant to be unique to the position or organization. While every business may be using the same platform to get their message across, influencing those platforms to align with the goals that were initially established will provide recruits with an understanding of what the company has to offer and how they will be part of the success, and significant contributions to the future of the organization.

With degrees becoming more and more common, the experience that a candidate brings to the position has taken the front seat in the hiring process. Needless to say, a degree does offer valuable skill important to a candidate’s resume.

The significance of completing a degree speaks to the candidate’s ability to be successful in various life and job-related aspects such as multi-tasking, social interactions, and ethical dilemmas. While the degree title and focus furthers the intellectual aspect of a candidate, it does not necessarily correlate to how much success a person will have within their position.

Experience is considerably the most valuable aspect a candidate can possess. The real-world experience that is transferable to the position in mind, provides far deeper insight as to how the employee will perform in a certain situation rather than the assumption of taught skills in the classroom.

However, a degree should not be any less valuable. Many entry qualifications for open positions specifically highlight the need of a degree to advance. Where the experience begins to overshadow a degree is through the interview process and the ability of a candidate to equate actual experiential moments to the demands of the job.

While the accomplishment of completing the route of higher education is still highly regarded in job recruiting, having first-hand knowledge of the qualifications that are to be expected has started to become the frontrunner when choosing between candidates with virtually similar resumes.

With the new year right around the corner most people are focused on personal improvement, new goals or beginning new habits. But this year could be the year for you to take the time to make positive resolutions to refocus on career advancement.

In 2018, invest energy into choosing realistic goals that require going outside of your comfort zone and pushing the limits. Acquire a new skill that may fill a gap for lateral movement and seek to improve upon areas that need more attention. Putting yourself in the best possible position to achieve, puts you in control of the outcome.

Implement helpful tricks to organize your life, workspace and mindset. Start each day of the new year with a fresh mind by clearing out the clutter that life can sometimes bring and figuring out a way to keep yourself efficient and productive. Prioritize small moments of organization, whether it be through keeping a steady workout regime to clear your mind or ensuring that your desk is tidy at the end of the day.

Find balance. Health and happiness go hand-in-hand with achievement and hard work. When you believe in the work that you do and wake up enjoying the life you live, success will follow.

Creating a new position is, in most cases, associated with filling a need for a specific role that is lacking within the company’s current business model. What is often overlooked is the impact it has on employee morale and overall view of the business opportunities.

Whether it be an entry-level or C-suite position, the addition of an employee’s career progression heightens the outlook of the company as it shows strength, sustainability, and regard for growth in its employees. Investing in the company’s support system not only positively correlates with business success but, contributes to maintaining a stable and continued future.

By creating a new position, the culture of current employees shifts to recognize and appreciate the support their existing position will be backed by. This can allow for duties to be redistributed and focus to be reprioritized to maintain continuity and support of overall values for the organization.

On the other hand, the creation of an executive position highlights the ideals of continuous employee growth. With a new executive-level added, companies are able to show their investment in the employees, emphasizing a culture of sustainability. Not only will lower-level employees aim to advance towards new levels but, current top executives will be motivated to continue to learn and grow within the organization.

While adding a new position may fill a void in the company’s overall business structure, the impact that a new position holds for current and incoming employees is far greater than what meets the eye.

Happiness is characterized in different ways by different people. One person may believe that job satisfaction will lead to ultimate happiness while another, believes that a substantial paycheck will do the trick. So, when the time comes to choose a career based on money or the job, what should the choice be?

It has been found that the “magic number”, which correlates happiness with salary, is $75,000. That is, once a person has reached the $75,000 pay grade threshold, their overall happiness does not have a direct response to anything above that. Adversely, being below that “magic number” causes the opposite reaction and exposes emotional pain points that may affect everyday life. While a high income may not sustain boundless happiness, there is a certain point of happiness that parallels a steady income.

The magic number identifies monetary happiness, however, taking into consideration the enjoyment in the work that is done day in and day out is also a major factor of happiness. The interest to advance and make an impact on the company and an individual’s life comes with having satisfaction in what a position entails. Understanding personal goals and objectives and aligning them with the company’s, opens the door to advancement and longevity, ultimately translating into financial success.

The driver of success and happiness – personally, professionally, financially – stems from the effort to directly shape our own lives. The human ability to find happiness and be successful in every aspect derives from creating an enjoyable life, which can’t be found by chasing a paycheck. While a high income may bring immediate satisfaction, the feeling will eventually fade and no tangible feeling of accomplishment will be had. Take the time to establish a prosperous life because the benefits of the work put in will follow.

Skills, compatibility, and drive – these are a just a few characteristics companies seek in potential new hires; however, there could be other various factors which makes a candidate more favorable. For instance, geographic location plays a large role in determining the difference between a suitable candidate and the perfect candidate.

The key to successfully broadening the hiring search pool is to understand the work style and abilities of the prospective hire and communicating how the company is invested in their future.

In order to attract job-seekers from in and around the company’s geographic location, focus on the industry and economic environment of the company that the employee may relocate to. Does this transition provide the best path for success and growth?

Rather than looking at the qualifications of a job, it is important to understand how, outside of the corporate structure, this candidate can find success and be happy about the decision to move. Highlight the location of the company by sharing favorite parts of the city and why many have chosen to build a career there.

Continue to stay true to the company’s roots. Make the culture of the workplace a central part of the discussion. Focus on the people, values, and opportunity the company has found success with as those qualities are what will continue the cycle of achievement.

Every day, it seems as if new recruitment job board websites come into the market constantly, making it harder for potential candidates to stand out and even harder for companies to acquire qualified talent. As the need for quality talent becomes more prevalent, companies must consider broadening their sourcing scope and seeking alternative solutions.

Employers must take full advantage of the resources that are available today by not overlooking cross-industry hiring. By expanding the view on the type of talent acquisition, companies will have the benefit of individuals trained in other departments, whom often, gain experience that correlates with the open position. A diverse workplace culture and sets of opinions appeals to different markets, which can help the company grow to a market outside of the initial targeted ideation.

Consider meritocracy. While the skills and experience that someone has are important to the success of the role, focusing on the ability and motivation that such employee possesses leads to greater drive for advancement in employees. This drive then positively translates into better overall company financial performance – encouraging employees to work hard for earned workplace promotions.

Rely on different sources. While employee referrals are an obvious source of talented potentials, reaching out on social platforms such as LinkedIn or industry Facebook pages may come up with surprising results. By expanding the scope that most companies have become accustomed to searching for potential hires through, the company will be able to diversify its culture and grow with a work environment that is slowly transitioning to multi-dimensional positions.